LEADING THROUGH CHANGE AND UNCERTAINTY

Middle managers often carry the emotional weight of change for both their teams and their bosses.

• How do I communicate change clearly and calmly?
• How do I deal with resistance?
• How do I stay grounded and keep others motivated?

Modules: “Volcano Warning”, The 5 Elements of Change

SELF-AWARENESS & IDENTITY AS A LEADER

Many middle managers still operate as “senior executors” instead of actual leaders.

• Who am I as a leader? What do I stand for?
• What’s my leadership style and how does it land on others?
• How do I manage my emotions under pressure?

Modules: The Leadership Seesaw, Leading with Values, Emotional Intelligence

BUILDING TRUST AND INFLUENCE ACROSS THE ORGANIZATION

Middle managers must learn to lead “without authority” across peers, up to bosses, and down to teams.

• How do I influence people I don’t manage?
• How do I give feedback or challenge decisions constructively?
• How do I build credibility across the organization?

Modules: Control vs Influence, 3-Pillars of Trust, Managing up

PRIORITIZATION, FOCUS, AND STRATEGIC THINKING

Middle managers often get buried in tactical work, unclear priorities, and reactive firefighting.

• How do I zoom out and focus on what matters?
• How do I translate strategic intent into daily team action?
• How do I stop being the bottleneck?

Modules: Setting Strategic Goals, Delegation Matrix, Setting Expectations

1. DEVELOPING AND EMPOWERING OTHERS How do I stop being the hero and grow others?
2. How do I coach instead of solve?
3. How do I give ownership without abdicating?

Managers still default to doing the work themselves instead of building their team’s capability.

Modules: Giving Solutions vs Coaching, Iceberg Theory, Basic Coaching Skills with B-C.L.E.A.R. Framework

NAVIGATING CONFLICT AND TOUGH CONVERSATIONS

Avoidance is common. But misalignment grows when not addressed early.

• How do I handle underperformance or toxic behaviour?
• How do I feedback without coming across as harsh yet not diluted?
• How do I confront difficult issues while preserving the relationship?

Modules: 5 Common Barriers to Giving Difficult Feedback, Emotional Bank, Difficult Conversation Frameworks

1. Define their leadership identity and articulate the values they want to lead with.
2. Lead with greater self-awareness, managing their emotions and energy under pressure.
3. Prioritize strategically by focusing on high-impact work and managing competing demands more effectively.
4. Influence across and upwards by managing expectations, challenging respectfully, and communicating with clarity.
5. Empower and develop their team through practical coaching conversations that build ownership and capability.
6. Navigate tough conversations with greater confidence—whether addressing underperformance, misalignment, or giving feedback.
7. Helping their team stay grounded and focused during change and uncertainty.